While you can’t anticipate which exact questions you’re going to be asked in a job interview situation, recruiters can actually be pretty predictable and consistent when it comes to their interview content. Recruiters are trying to suss out whether you’ll be a good fit for their openings, so the baseline questions are often very similar. […]

While you can’t anticipate which exact questions you’re going to be asked in a job interview situation, recruiters can actually be pretty predictable and consistent when it comes to their interview content. Recruiters are trying to suss out whether you’ll be a good fit for their openings, so the baseline questions are often very similar. With a little prep, you can be ready for the universe of most common questions.

1. Tell me about yourself.

This is a common icebreaker in just about any “getting to know” you setting, not just interviews. It’s always smart to have your elevator pitch ready to go. Don’t worry about providing a comprehensive autobiography for this question…that is definitely not what the recruiter is after. The question is meant to assess how you present yourself, not necessarily the information you present (though that’s certainly important too).

The best way to approach this one is to have a two-minute or so spiel that summarizes your professional career so far, your biggest accomplishments, and your goals. Be brief; your resume will speak for itself, and you’ll be getting other questions as well. Think of it as your opening statement.

2. Tell me about your current (or most recent) job.

Again, this is ground that will be covered in your resume, so you don’t need to go into every daily detail of your current work life. It’s best to give a quick overview of what you’re doing now—your main areas of responsibility, your biggest accomplishments or achievements in your current role, and even what you like and dislike about the job itself. This isn’t a sounding board for your gripes about your current employer, but you can talk about what works for you overall—and what doesn’t.

3. What’s your biggest achievement?

This is an opening for you to humblebrag about what you do well and what you’ve accomplished. But it also tells the recruiter something about your professional values and how you present yourself. Before you interview, come up with three or four specific accomplishments that you can point to as examples. Before your meeting with the recruiter, review the job description (if one is available) to decide which of your accomplishments can be tailored to that specific company.

4. What’s your biggest weakness?

One of the recruiter’s challenges is finding people who will fit in well with job openings they’re working to fill, or for potential future openings. They’re sensitive to company cultures and values, and when they talk to you they want to know that you’re able to present well. So when you’re asked about weaknesses or failures in your past, it’s not about getting you to admit to something. It’s about seeing how you’ve tackled challenges in your career, how you’ve gotten past them, and what you’ve learned. Recruiters also have very strong BS detectors, so if you answer “what’s your biggest weakness?” with “I work too hard” or “I love my job too much,” you’re likely to get an eye roll (even if they don’t let you see it).

The key here is to identify what you’re continuing to work
on in your career. We all have those spots where there’s room for improvement.
So this could be something like, “I tend to take on too much by myself, so I’m
continually looking for ways to help create space for my team members to work
together on projects.” The important thing is focusing on what you know is an
ongoing challenge for you, and what you’re doing to work on it.

5. What is your next step?

This is a question that isn’t necessarily about specific opportunities or job openings, but rather to find out what you might be looking for. It’s a chance to let the recruiter know your immediate (and future) career goals so that they can help you find a good fit, wherever that may be.

6. Are you working with other recruiters?

This is a question of self-interest for any recruiter, but it also tells them a lot about what kind of job searcher you are. If you are actively working with any other recruiters, you don’t have to hide that fact. But if you’re working with a lot of recruiters and have been for a long time, it tells the recruiter that you might be a constant candidate, which can be problematic. It’s better to be honest here, but before you even get to that point consider working with fewer recruiters of better quality.

The key to answering any question from a recruiter is preparing. Always have specific points about yourself and your career, and don’t forget to rehearse them! The recruiter interview is all about how you present yourself, so you want to make sure it’s as smooth and knowledgeable as possible.

No matter what industry you’re in, the work world has changed very dramatically in the past few months. From total shutdowns to the essential workforce, virtually no one is working in the same exact way they were before COVID-19 began to spread. So what does that mean for your own job, even if you’ve been […]

No matter what industry you’re in, the work world has changed very dramatically in the past few months. From total shutdowns to the essential workforce, virtually no one is working in the same exact way they were before COVID-19 began to spread. So what does that mean for your own job, even if you’ve been working all through this crisis?

1. Physical distance and masks will become the norm

Retail, food service, healthcare, and other fields where being present is non-negotiable are among the first to undergo the drastic physical changes that many other industries are about to experience. Whenever possible, workers will be kept physically apart. And when that’s not possible, masks, gloves, and new sanitary procedures are going to become the norm.

For many office-based jobs, this presents a challenge—especially in an open office plan. How do you keep everyone healthy and safe when people are only a few feet from each other, breathing and collaborating in the open air? Many companies will need to rethink their office layouts and restrict access to common areas. Many of us may find that our workplaces require the use of masks during the workday. Meetings may look totally different as well, with people calling in from their own desks instead of gathering in closed spaces together.

2. Home is the new office

With many states will under shelter-in-place orders, people who can do their jobs remotely have been working from home. Even after the orders lift this will likely still be the case for many companies. It’s a safer option for companies and employees in the short term, especially for those who rely on public transportation to get to and from work. And moving forward, it may be the more economical option for companies that are struggling with lower revenues and ballooning costs.

Even after we’re back to some version of “normal,” many companies may decide that it’s better for the bottom line to keep employees on a work-from-home model, rather than paying the expensive overhead costs of having everyone present in an office. A recent survey by research firm Gartner found that 74% of organizations plan to shift at least some of their in-person employees to a more permanent WFH model. Some tech companies like Facebook are reportedly considering giving all of their employees the option to work-from-home, forever. Many companies will likely follow suit, to some extent.

3. Coworker relationships and meetings will be different

So many of our coworker bonds are forged by shared events like happy hours, lunches together, or projects where everyone hunkered down and worked in close quarters. If we’re all Zooming instead of meeting, a lot of those friendships and working relationships will look different. All of us will need to work a little harder to communicate with our colleagues.

Meetings will also likely become longer and more frequent, as we’ll be missing those usual small checkpoints (stopping by someone’s desk to ask a question, or having stand-up meetings that are brief). As anyone who’s done a video or audio meeting can attest, it can be much harder to get everyone understood and on the same page when we’re all subject to Wi-Fi issues, distractions, and the challenges of communicating remotely.

4. Business travel may go extinct

During the pandemic, travel (business or otherwise) has dropped to almost nothing as people stay home. Even as the world starts opening up again, travel will likely be one of the last areas to get back to normal. It may be years before conferences are safe again, and in-person meetings are also likely to be replaced by digital meetups. As companies figure out how to connect employees, customers, clients, and stakeholders remotely, many will likely decide that the travel risks and costs just aren’t worth the hassle, when a Zoom meeting or call would do.

5. Medical screenings may become mandatory

With medical privacy laws being what they are, most of us aren’t accustomed to our employers having access to our health data, let alone making active use of it on a daily basis. However, as businesses open back up, many organizations may start requiring temperature checks and virus or antibody tests as a prerequisite for merely showing up for work. Some of the biggest-name employers in the country, like Amazon, Walmart, and Starbucks, have already started implementing temperature checks for their employees.

While the work that needs to be done may not change all that much, the way we do it—and where we do it—is likely to look very different for the foreseeable future. Take the time now at home to familiarize yourself with the new normal so it’s not such a shock when, bit by bit, work life starts to make changes post-Covid.

In the short span of just a few months, most of our lives have changed completely. We still don’t know just yet what will come back, what won’t, and how we’ll deal with what comes next. As a country, we shifted from “things look pretty good” to “worst economy since the Great Depression” with alarming […]

In the short span of just a few months, most of our lives have changed completely. We still don’t know just yet what will come back, what won’t, and how we’ll deal with what comes next. As a country, we shifted from “things look pretty good” to “worst economy since the Great Depression” with alarming speed. With so much unemployment and uncertainty now dominating our lives, how do you try to prepare for what comes next in your career? As we look to a post-pandemic future and getting back to work, here are some ways your job search will be dominated by the new digital frontier.

Don’t wait for everything to “open up”

Many states are still under official stay-at-home orders. But as much of the country starts to consider phased re-openings, some companies are planning to resume business as well—even in “closed” areas. If you’re newly unemployed (or were searching before life as we knew it derailed), you may already feel discouraged about the opportunities out there, knowing how much is shut down right now. But you might be surprised at the chances to work remotely or to get your foot in the door as companies start to ramp up their staffing plans.

Now is the time to get back into a more normal job search mode, scouring job boards and company websites to see what jobs are starting to open up—even if brick-and-mortar workplaces are still closed.

Use this time to work on your digital brand

Some people are nurturing sourdough starters to bake bread, while others find themselves teaching math to their kids. Whatever your new routines have become during this quarantine time, reviewing and improving your digital brand is a good habit to build into your days. When is the last time you brushed up your LinkedIn profile? Could your old Twitter account be tweaked to show off your professional interests and engagement? What comes up when you Google yourself?

By making sure your online presence looks good, you’ll be an even better candidate for job opportunities when they come up. With a reduced-contact hiring process, companies are likely to do more thorough digital vetting than ever, so it’s a good idea to make sure you’re already in good shape. This is also a chance to learn new skills by taking advantage of online courses or tutorials to help you build out your brand.

Expect video interviews to be the new norm

As companies start to reopen and reassess what their staffing needs will be in this rebuilding era, you can expect to see more of the Zoom-ification we’ve been experiencing. Social distancing and travel restrictions will absolutely mean fewer in-person interviews and more phone/video chat/Skype-style interviews.

How you prep for these interviews will change too. You’ll still need classic interview skills like (virtual) eye contact and small talk, but others (like a strong handshake) may be gone for a long time—if not forever. You’ll want to practice not only in the mirror, but also in a FaceTime dry run, to see how you come across onscreen.

Video interviews also mean embracing one of the hardest (and often hilarious) lessons of the Zoom era: making sure you’re not showing anything embarrassing. You don’t want your job interview going viral due to wayward pets, kids, or inappropriate background noises. Make sure you have a calm, quiet space where you can conduct video interviews as necessary. (And always, always wear pants, just to be on the safe side!)

Be prepared to work from home

As we rebuild and reopen, companies will be facing a new reality when it comes to their workforce. While industries like food service and healthcare will always have a significant in-person component, many industries have quickly developed and implemented work-from-home strategies to meet urgent public health needs. This means that some of us may not set foot in a traditional office for a long time, as companies shift to a more digital-centric strategy for their facilities and offices.

This year has presented so many of us with the biggest challenges of our lives—medically, economically, socially. Still, the world is resilient. Although things might look a little different moving forward, it’s vital to be ready to get back to work, no matter what your situation may look like.

Those of us who’ve been in the work world for a while know how powerful and influential a mentor can be. Simply put, a good mentor is worth their weight in gold, and can help mold, shape, and guide you toward a successful and fulfilling career journey, as well as help you build your skills, […]

Those of us who’ve been in the work world for a while know how powerful and influential a mentor can be. Simply put, a good mentor is worth their weight in gold, and can help mold, shape, and guide you toward a successful and fulfilling career journey, as well as help you build your skills, develop the right network, and set you on a path to achieving your professional goals. Those of us who have been fortunate enough to connect with a helpful mentor during the formative stages of our professional development can attest to this fact.

Traditionally, mentors are viewed as older individuals, folks who have spent a significant amount of time in their field and have gained the requisite wisdom, experience, and seasoning to effectively “pay it forward” to the next generation of workers. It’s also a well-worn facet of human psychology that we instinctively trust and look toward older people for advice and guidance, so seeking out an older person to guide us tends to fit our prepackaged mental schemas about what a mentor should be.

But does it have to be this way?

It shouldn’t be a surprise to anyone that, regardless of industry, the ways of doing things in the work world are rapidly changing. Everything from a rapid influx of technological innovation and fresh new ways of creative thinking, to a volatile yet increasingly interconnected global economy and shifting social and cultural norms and expectations, are disrupting convention and leading to new ways of operating.

That said, since everything else in the work world is being rethought, and so many traditional standards and practices are being tossed into the dustbin of history to make way for a new modern sensibility, then maybe it’s time for old ideas about mentorship to follow suit. Perhaps it’s time to think about embracing the concept of having a younger mentor to help you succeed? There are some very good reasons for considering a younger mentor to help guide you through today’s complex and rapidly shifting work world. Let’s take a closer look at a few of these.

Age doesn’t always mean more wisdom or more professional drive

First off, age isn’t everything, and when it comes to work it
isn’t an automatic badge of success or wisdom, especially not these days. The
truth is, there are plenty of maverick younger professionals who have gained a
great deal of expertise in their respective fields during their comparatively
short tenures—valuable expertise that you can potentially benefit from.

Furthermore, younger mentors may also come equipped with extra energy and enthusiasm compared to their older counterparts (though this is another well-worn myth that doesn’t always hold true), along with novel ways of thinking and approaching projects and tasks—key variables that might be quite helpful when figuring out how to stay current in a work world that seems to be changing at a breakneck pace.

Tech savvy is necessary to thrive in the work world today

This notion can be especially true when it comes to navigating new technology that may be sweeping through your industry. The truth is, younger people are typically more adept at adopting new tools and can help their older colleagues master them effectively. Staying relevant in today’s work world is an especially important topic for older workers, so for this reason alone a younger mentor is worth considering.

In a time of career transitions, look to company experts

A younger mentor can also be helpful if you’re in the midst of a career change. The reality is, when transitioning to a new career field, which more older workers are apt do today than ever before, you often have to start at the bottom—which means that there are plenty of things you could potentially learn from someone younger who’s possibly only been in the field for a few years.

You can help out while getting help yourself

One more key takeaway involves the very nature of the mentor/mentee connection itself—and that’s the notion that at its core, it should be a reciprocal and mutually beneficial relationship. Both mentor and mentee can and should benefit from their time spent together, so being older than your mentor may just help you hold up your end of the bargain. While you’re learning some new tricks from a younger mentor, you’ll be in the position to impart some of your wisdom and experience to them, making it a win-win situation from everyone involved.

A mentor is a mentor, no matter what age. If you’re looking for someone to help you find professional footing, consider a person’s experience, temperament, and company or industry knowledge before you even think of writing them off if they’re in their twenties or thirties.

Interviewing is always a challenging affair—both for hiring managers and for candidates—but things get especially tricky when events in the world make it difficult to even meet up. A global pandemic, like that being experienced as the ongoing coronavirus impacts the world, certainly exceeds the criteria for a tough interview situation. On top of the […]

Interviewing is always a challenging affair—both for hiring managers and for candidates—but things get especially tricky when events in the world make it difficult to even meet up. A global pandemic, like that being experienced as the ongoing coronavirus impacts the world, certainly exceeds the criteria for a tough interview situation.

On top of the widespread health and economic impacts the pandemic have had across the planet, creating a tsunami of despair and uncertainty, there has also been a wave of social changes taking place that many of us have never experienced before. The concept of responsible social distancing, which more and more individuals, businesses, towns, cities, states, and even countries are adopting as each day passes, makes holding interviews a real logistical challenge.

Thankfully, we live in the digital age—where once holding interviews in a time of maintaining social distance would have been nearly impossible in bygone eras, today it’s a different story. There are now plenty of options for employers to connect with candidates. However, along with these advances come some potential issues and concerns.

The logistics of setting up an interview remotely aren’t too difficult to work through. Once the primary questions regarding what type of interview you’d like to hold (audio, video, etc.) and the platform you’d like to use (Zoom, Teams, Skype, Webex, and even the telephone, etc.) are answered, all you need to do is schedule a time and make sure everyone involved has the right software.

That said, some of the nuances and benefits of meeting candidates face to face can be lost. Simply put, there’s just something beneficial about being in a room with someone and having the opportunity to gauge synergy and body language in person in order to fully evaluate someone during an interview. After all, you’re looking to hire someone who you and your team will likely be interacting with on a regular basis, so you want to make sure they’re a good fit. So, while moving candidates through the early stages of your company’s HR pipeline and interview process can benefit from existing technology, actually hiring someone based solely on remote interactions can be tricky.

Also, using technology to interview during difficult times brings up some other concerns. Regardless of what side of the “virtual interview desk” you happen to be on, note that even the best computers and software are prone to unforeseen technical glitches. Make sure that your setup is operational and running smoothly prior to the actual interview—things like video freezes, poor audio connections, and disconnects, while understood as things that “just happen” to all of us, certainly won’t help make an interview successful. Make sure that other things like what you’re wearing (a video interview is not an excuse to dress casually) and the backdrop of your video environment (make sure nothing embarrassing is lurking in the background) are appropriate at well.

Doing a run-through beforehand is highly recommended, especially if you’re not used to talking in front of a camera or holding video meetings. It is a different experience from a face-to-face conversation, and like most things in life, practice is always helpful. If you can connect with someone you trust who can offer you an honest and helpful critique of your performance, even better.

What’s the bottom line when it comes to interviewing in difficult times, like during the current coronavirus scare? Everyone is doing the best they can, and interviewees understand that your circumstances are as strange as theirs. The work world should and will push forward, and the need for businesses to interview in an effort to appropriately staff their teams and meet their goals remains essential. Just do your best to remain as welcoming and professional as you would in a face-to-face setting. Although there are events that occur during a global pandemic that may make hiring and interviewing seem less important than before, in light of the seriousness of what’s going on around the world, the reality is that life goes on—even in the most difficult of times.

The challenge of getting a new job is greater today than ever before, due to a number of factors—including the recent events disrupting the global economy and impacting businesses across all industries and sectors worldwide, as well as a huge resultant surge in people searching for new employment opportunities. These are indeed challenging times, which […]

The challenge of getting a new job is greater today than ever before, due to a number of factors—including the recent events disrupting the global economy and impacting businesses across all industries and sectors worldwide, as well as a huge resultant surge in people searching for new employment opportunities.

These are indeed challenging times, which means that it’s absolutely mission-critical for you to be at your unequivocal best if you want to grab and hold the attention of recruiters, hiring managers, and HR personnel to lock down a new job.

Chief among your objectives when ramping up an effective job search is to craft the foundational template for a pitch-perfect cover letter. (Of course, your letters should be personalized for each job you apply for—more on that later.) In fact, the right cover letter may just turn out to be the single most important weapon in your job search arsenal.

Why? Simply put, it’s all about the power of first impressions. For most of us on the job hunt trail, our cover letter is the first opportunity to show who we are to the individuals who stand as the gatekeepers between us and the next position on our career journeys. First impressions can be incredibly potent—they can go a long way toward shaping how people define you and can be quite difficult to overcome and alter once they’re set.

Clearly, it’s in your best interest to take your cover letters seriously. Consider the following strategies for writing letters that will help you grab the attention of hiring personnel and get you noticed—and hopefully hired.

1. Always personalize

Besides having sentences full of misspellings and grammatical errors, there’s nothing worse than pumping out “one size fits all” boilerplate letters that simply swap out the company name and date and leave the main body as a drab, impersonal, and often ineffective effort. Any hiring manager worth their title can spot these letters a mile away, and they’re often red flags when it comes to evaluating candidates—for good reason. If you’re going to show such a lackluster effort when the stakes are this high and fail to make a compelling case why you’re interested in their specific company and why you’d be a good fit for their team, then what would make them think that you’d be a real asset if hired? Smart candidates personalize each and every letter they send out and make it clear that they’ve done their homework and have a genuine interest in the companies they’re applying to.

2. Tell a story

Recruiters and HR personnel who are in the midst of hiring for a position (or many positions) have very limited time and attention to give to each candidate and cover letter—especially after having sifted through a huge stack of them. That said, letters that are simply dull reiterations of a candidate’s qualifications may fail to register or have a meaningful impact on their audience. Conversely, letters that poignantly (and succinctly!) tell the story of who you are, both as a candidate and as a person, can really help you rise above the competition and stand out on hiring radars—a crucial element of the job search formula. Don’t forget, hiring personnel aren’t just hiring a set of qualifications, they’re hiring people. Make sure you represent exactly the kind of person and employee you will be within their organization.

3. Demonstrate value

Sure, you want your eagerness and passion to come across when crafting a cover letter, and you want readers to get the impression that getting the job is important to you. But if your cover letter stops there, then chances are it isn’t going to open many doors for you. The real mission of a truly effective cover letter should be the opposite—to demonstrate what you can do for the company, not what they can do for you. After all, there’s a reason they’re reading your letter in the first place—they have a specific need that they’re looking to take care of in order to benefit their organization. If you can show in your letter how you can not only meet that need but also demonstrate added value to help them achieve new levels of success, then you’ll really be setting yourself up to make a great first impression.

If you’re on the job hunt and eager to find your next great opportunity, use the strategies and advice presented here to help your cover letters make a great first impression and have a lasting positive impact. Good luck!

Are you about to enter the world of commission-based employment, or are thinking about doing so? If so, then it’s in your best interest to do your homework and learn as much as you can about how it all works before jumping in—because things operate a little differently within this world than within other types […]

Are you about to enter the world of commission-based employment, or are thinking about doing so? If so, then it’s in your best interest to do your homework and learn as much as you can about how it all works before jumping in—because things operate a little differently within this world than within other types of employment.

Commission-Based Jobs 101

At its core, the world of commission-based jobs is structured around a specific compensation model: a portion of your work earnings, which can range from an additional income on top of your full fixed salary to a specific percentage of your earnings (all the way up to 100% in some instances), comes from your ability to reach a pre-determined target goal within a specified timeframe.

Here’s an example:

You’ve just been hired as a salesperson for a company that sells telecommunications services and hardware to businesses in your local area. As part of your compensation package, you are given a modest guaranteed base salary, but also earn 1% commission on all annual sales for the first $100,000 in sales you close, and 5% commission on all annual sales above $100,000 that you make.

Under this structure, it’s easy to see why you’d be eager to sell—and sell hard. Sure, your base salary is guaranteed, but for salespeople, it’s often modest compensation. The real success comes from hard work and not just hitting your target annual sales goal, but absolutely crushing it and sending you commission soaring. (A quick reality check: do keep in mind that commission is still taxed income.) Also, a salesperson who consistently fails to hit their target sales goals might not find themselves employed for very long. This means that commission-based employment can be stressful, as you’re constantly vying to hit your targets.

Would you thrive in this work atmosphere?

If you’re thinking about entering this world and considering whether this type of work is right for you, make sure you’re the sort of worker who thrives under pressure. That said, the good news here is that as a commission-based employee, your earning potential is theoretically limitless (unless there is a pre-determined commission cap, which is not unheard of)—your compensation scales up with your level of determination and success.

Keep in mind that the example provided is just that—one specific snapshot for one specific position. Commission-based compensation is not just relegated to the sales world; companies across many sectors are embracing this model to help employees strive toward achieving all types of target goals. Also, the deal points in commission-based compensation packages can vary wildly, based on such variables as industry, position, and your individual experience level. That said, there are often certain industry-wide standards that you can refer to in an effort to evaluate a job offer that you’re considering. For example, you can check out Glassdoor and Salary.com (among others) to find out what other folks in your field, position level, and geographical location are earning. (We suggest using these as rough guides, as actual compensation can vary.)

Know the specifics before you dive in

When working on a commission basis, you’re definitely going to want to know when you can expect to receive your commission checks, right? It’s a great question, but like most things in life it doesn’t have a “one size fits all” answer and will vary based on company, with most businesses following either a monthly, quarterly, or yearly payment model. Again, know what structure your prospective employer follows when evaluating a job offer, and make sure that it’s a structure that works for you.

Also keep in mind that a “probation period” is often factored into compensation for new hires, during which you may be primarily focused on learning and training for your new job (in addition to being evaluated by your new employer) and may not be earning a commission. This timeframe can vary and is an accepted facet of commission-based employment. Once again, the key takeaway here is to be fully aware of the many specifics of a job offer when determining if it’s right for you.

So … after learning the ins and outs of commission-based employment, your next step is to determine if it’s the right type of work for you. Are you the type of person who likes to have clearly defined target goals? Do you operate well under pressure? Are you comfortable with the uncertainty and variance in compensation? If so, then you may be well suited to pursue a job that offers a commission-based salary.

There are few sentences that carry as much “I’ve moved up in the world” cache as, “I’m on the board.” In the corporate world, having a seat on the board—the core group of advisors and decision-makers in an organization—is a major symbol of leadership. And as many organizations look to expand and diversify their boards […]

There are few sentences that carry as much “I’ve moved up in the world” cache as, “I’m on the board.” In the corporate world, having a seat on the board—the core group of advisors and decision-makers in an organization—is a major symbol of leadership. And as many organizations look to expand and diversify their boards in order to bring in more and different perspectives to support their business, some of us who may not have been eligible before may be under consideration for such a seat.

Are you ready? Let’s look at some of the qualities (and steps you can take) that move you closer to that biggest step.

What kind of intelligence do you need?

In order to be a board member, a job title is often an entry point. But unless you’re a specific kind of VP (for example), it may be more about the qualities and experience you bring to the table. Part of this skill set is a mental transition as much as a seniority one.

Financial intelligence: One of the most effective ways to assert leadership is to accept responsibility for your group’s P&L or to learn how your group’s costs and revenue relate to the rest of the organization’s. It’s also important to understand the market in general outside your organization, and where your organization fits in.

Cultural intelligence: Work culture is more important than ever to the overall health of an organization. That means no group should be a silo. Make sure that you’re participating in initiatives across your company, or even your industry, to stay looped in on current trends.

Social intelligence: In short, talk to people! Talk to people throughout your organization, but especially those who already serve in board or leadership roles. It’s not necessarily about ingratiating yourself to score a board nomination (though let’s be honest, social capital can often help things along), but rather primarily about learning from others who have experience and understanding how the groups within your organization work together.

What kind of board member do you want to be?

Another major factor to consider is what kind of role on the board you anticipate filling. This goes back to your own personality, goals, and skill set. Are you the kind of person who sits back, listening to what everyone else has to say before making a decision? Are you the one leading the discussion? The whole point of a board is to have different voices weighing in, so you don’t need to worry about having a particular perspective or adhering to a specific philosophy. What you should do, however, is think about what kind of board member you would be. There are a few different archetypes of board member styles. Where do you fit in?

The Enforcer: Someone has to be the stickler for the rules, to make sure the organization is complying with rules and regulations while trying to build strategy and increase revenue.

The Data Wrangler: There’s usually at least one numbers wonk in any given corporate conference room, and in today’s data-driven workplace, this person fulfills an essential role. Focusing on metrics, performance, and predictive analytics can help guide organizational strategy.

The Legacy Builder: This board member focuses on how organizational decisions and strategy lay the groundwork for the company’s future, beyond current concerns. This requires balancing immediate operational and market needs with investing in the future.

The Big Picture Person: This is the person who sees what information, data, and feedback are coming in from different parts of the organization, and then looks at it holistically to see how the company is doing in the grander scheme of things.

The Diplomat: This is the person who tries to balance the voices and needs of all the different groups, making sure that each team or representative gets heard.

Again, there’s no “right” type board member, but understanding the dynamics of your own organization’s board can help you figure out where you would fit in (with your experience and style) and what value you could provide in the seat.

Whether you actually get invited to (or seated on) a board is a complex process and may depend on factors outside of your control. However, by stepping up your leadership skills and demonstrating your many accomplishments, you can help ensure that your name is in the conversation when the time comes.

Are you searching for a career path that’s right for you? Depending on your background, interests, and skillset, you may want to take a closer look at the HR field and what it might have to offer. Although HR is a broad term that spans a wide spectrum of employment options, there are a few […]

Are you searching for a career path that’s right for you? Depending on your background, interests, and skillset, you may want to take a closer look at the HR field and what it might have to offer. Although HR is a broad term that spans a wide spectrum of employment options, there are a few things that they all typically share: opportunities to source and attract key talent to staff an organization’s teams, directly help employees onboard effectively and achieve their professional goals, and support companies and develop and uphold their missions, cultures, and values.

HR professionals hold key roles in most organizations and contribute significantly to their short- and long-term viability and success. In today’s people-centric work culture, the role of HR professionals in helping companies promote progressive and positive work environments and project engaging and meaningful corporate brands has never been more important. For many individuals, their first interaction with a potential employer occurs through its HR personnel, so they’re often the face of the company and are charged with helping to craft strong first impressions in the minds of candidates—which is no small task in today’s ultra-competitive job market.

Does this all sound intriguing to you? If so, then a smart next step is to determine if you’re a good potential fit for the field. If the following signs seem to describe you perfectly, then it may be a good indication that you should be working in HR.

1. You like working with people

Have you always considered yourself a natural people person? Do you enjoy interacting with all sorts of individuals in all types of capacities? HR professionals typically love being at the front lines of the organizations they work for. It’s their job to deal directly with both current and prospective employees to help them achieve their professional goals, find fulfillment, and become valuable assets to their employers, by guiding them through the recruitment and onboarding processes throughout their tenures and even during the exit procedures and beyond. Does the notion of helping people in support of the company you work for sound appealing to you? If so, then the HR field may just be a good field for you to pursue.

2. You appreciate a challenge

HR pros are no stranger to challenges. The truth is, all sorts of issues can arise—and often do—in organizations during the normal course of business that fall upon HR departments to address. If you’re thinking about working in the HR field, you should expect to encounter issues ranging from talent recruitment and onboarding challenges, to staff development, to ensuring company compliance and dispute resolution, to handling sensitive and problematic employee concerns, to ensuring a positive and inclusive work environment, and much more. It can be said that there’s rarely a dull moment in the world of an HR professional, so if you’re the sort of person who doesn’t shy away from taking on new challenges every day, then maybe you should be working in the field.

3. You’re calm in a crisis

Are you known as a steady rudder in turbulent waters? When the heat is on and tensions are high, are you a calming element who’s good at diffusing difficult situations? When people in your life are dealing with tough issues, are you often the one they turn to for guidance? If you decide to pursue a career in human resources, you can count on having these skills called upon in a variety of situations. An effective HR professional is adept at calmly handling all manner of tricky, sensitive, and downright difficult situations, including everything from personal one-on-one employee issues to company-wide crises. If this seems like the sort of work you’re capable of handling, then perhaps this is the right path for you.

If you’re considering a career in HR, then it’s in your best interest to do your homework, research the field carefully, and try to determine if you’re a good potential fit. It’s certainly a good sign that you may be making a wise choice if the traits mentioned here apply to you. Good luck with your career exploration!

When you’re starting a new job, there’s a lot to be excited about. You’re at the beginning of a significant new chapter in your professional life that could be filled with amazing new opportunities. You’re about to be exposed to different people and ideas, and chances to challenge yourself with new projects, build new skills, […]

When you’re starting a new job, there’s a lot to be excited about. You’re at the beginning of a significant new chapter in your professional life that could be filled with amazing new opportunities. You’re about to be exposed to different people and ideas, and chances to challenge yourself with new projects, build new skills, and reinforce or strengthen existing abilities. Who knows—it might even completely change the outlook and direction of your career journey!

Amidst all these new changes and exciting possibilities, there’s likely one overriding thought going through your mind as you prepare yourself for the first day at your new job: What will I need to do to be successful? After all, you’ve likely gone through an arduous hiring process and worked hard to convince your new employer that you’ll be a valuable addition to their team—and now you want to deliver on that promise. You don’t only want to fit in well, you also want to stand out and shine.

In fact, you may be so eager to start your new job off on the right foot that you’re having some small-scale (or not so small-scale) anxiety over just how to make this happen. If so, then fear not—although jobs are like snowflakes and no two are identical, there are some proven strategies that you can follow to help tip the odds in your favor that your new job will be a success.

1. Make a stellar first impression

We’re all aware of the lasting power of first impressions, and the notion holds true for all aspects of life—especially when starting a new job. The first few days of a new job will likely entail an intense array of making first impressions as you meet and get to know your new colleagues. This is an incredibly important time in this step of your professional journey for many reasons, but chief among them is that you’re forming the foundation of new professional relationships that will likely persist throughout your tenure at this new job.

Conversely, lackluster or downright poor first impressions can be difficult to overcome and could close doors to new collaborations, projects, and opportunities. So … take your first meetings seriously! Making an extra effort to forge great first impressions with absolutely everyone you come across in the first few days at your new job—from subordinates to higher ups, and even those folks with whom you’ll have little or no contact with on a regular basis—is a fantastic investment in your future success and will help boost your overall satisfaction and happiness.

2. Go the extra mile

Sure, when starting off a new job you want to “check off all the boxes” of your specific job roles and responsibilities. But why not take things a few steps further in an effort to kick things off well? Be on the lookout for opportunities to go the extra mile and help your coworkers in any way possible. Yes, you’re likely going to be in a hyper-focused “learning mode” when just starting a new job and learning the ins and outs of the company and your place in the structure, but if you can demonstrate to your new colleagues that you’re the sort of person that they can really count on for support, including everything from small gestures to time- and labor-intensive assistance, it can go a long way to helping you create positive working relationships and new allies amongst your colleagues—which are key factors in workplace success.

3. Stay humble, no matter what

Humility is an often overlooked and under-appreciated notion, but who among us doesn’t have experience with a new colleague who starts off a new job pretending that they know everything and need to learn nothing, and proceeds to make mistake after mistake while hiding in their defensive shell and blaming everyone and everything for their initial failures? Things typically don’t work out very well for these folks, do they?

A much better approach is to start off a new job being humble, open to learning and constructive feedback, and willing to consider new ideas and ways of doing things—even if they’re completely different from what you’ve known up until this point. After all, no one is going to expect you to know absolutely everything when just starting out at a new job, and relying on your coworkers for guidance can help you build solid relationships. Furthermore, regardless of your industry or position, those of us who remain humble and open to change are best positioned to adapt, grow, and find success in today’s rapidly evolving work world.